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2023-12-06

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Vol. 9 No. 1 (2024)

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Research Articles

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How to Cite

Narayanasami, S., Joseph, M. S., & Parayitam, S. (2023). Disentangling the relationship between Big-Five personality characteristics and work engagement: Evidence from India. Environment and Social Psychology, 9(1). https://doi.org/10.54517/esp.v9i1.2124

Disentangling the relationship between Big-Five personality characteristics and work engagement: Evidence from India

Sangeetha Narayanasami

Department of Management studies, St. Joseph’s College (Autonomous) (Affiliated to Bharathidasan University)

Michael Sammanasu Joseph

Department of Management studies, St. Joseph’s College (Autonomous) (Affiliated to Bharathidasan University)

Satyanarayana Parayitam

Department of Management and Marketing, Charlton College of Business, University of Massachusetts Dartmouth


DOI: https://doi.org/10.54517/esp.v9i1.2124


Keywords: Big-Five personality, vigor, dedication, absorption, India

Abstract

This study aims to empirically examine the effect of Big-Five personality traits on employee engagement. A carefully crafted survey instrument was developed, and data were collected from 486 employees working in the banking sector in southern India. After checking the instrument’s measurement properties, data was analyzed using covariance-based structural equation modeling by the Smart-PLS (partial least squares). The results indicate (i) extraversion and agreeableness were positively related to vigor, (ii) conscientiousness is positively related to dedication and absorption, (iii) neuroticism is negatively related to dedication, and (iv) openness to experience is positively related to vigor and absorption. Contrary to what was hypothesized, the results suggest that (i) extraversion is negatively related to absorption, (ii) agreeableness is negatively related to dedication, (iii) neuroticism is positively related to vigor, and (iv) openness to experience is negatively related to dedication. This research demonstrates that all five dimensions of personality characteristics have different impacts on employee engagement. This research advances the bourgeoning literature on personality and employee engagement. Implications for theory and practice are discussed.

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